ASSISTANT HR DIRECTOR

Human Resources Assistant

Under general direction, assists the Director of Human Resources & Risk Management in planning, directing, managing, and overseeing the daily operations and strategic initiatives of the Human Resources Department. The incumbent assists in developing and executing Human Resources strategies that support the City's mission, strategic goals, and organizational objectives while ensuring compliance with applicable federal, state, and local laws, Civil Service Rules, collective bargaining agreements, and City policies. This position partners with the Director to establish departmental priorities, goals, objectives, and performance measures; oversees a broad range of Human Resources programs and services, including recruitment and selection, employee and labor relations, classification and compensation, benefits administration, leave management, performance management, policy development, training and organizational development, and regulatory compliance. The position provides leadership, guidance, and technical expertise to department directors, managers, supervisors, and employees to promote effective workforce management and consistent application of Human Resources policies and procedures. The incumbent exercises independent judgment in the administration of assigned programs, supervises and mentors Human Resources staff, manages special projects and operational improvements. This position acts on behalf of the Director of Human Resources & Risk Management during the Director's absence, exercising delegated authority to ensure the continuity of departmental operations and the delivery of high-quality Human Resources services to the City.

The essential functions listed below are those that represent the majority of the time spent working in this class. Management may assign additional functions related to the type of work of the class as necessary.

• Oversee the coordination, administration, and processing of employee disciplinary actions, including pre-determination conferences, grievances, appeals, and investigations; reviews findings and provides recommendations to the Director of Human Resources & Risk Management regarding employment actions, including hiring, promotion, demotion, performance evaluations, suspension, dismissal, and other personnel matters.
• Assists the Director in overseeing the City's labor relations program, including collective bargaining negotiations, contract administration, grievance resolution, interpretation of collective bargaining agreements, and labor-management relations.
• Oversees the administration and oversight of the City's Risk Management program, employee benefits, wellness initiatives, pension programs, leave administration, workers' compensation, Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA) accommodations, and return-to-work programs, ensuring compliance with applicable laws, regulations, and medical restrictions.
• Provides executive-level guidance and consultation to Department Directors, managers, supervisors, and employees regarding employee relations, performance management, disciplinary matters, workplace investigations, labor agreements, and the consistent interpretation and application of Human Resources policies, procedures, and employment laws.
• Assists in the development and implementation of strategic initiatives, operational improvements, performance measures, and long-range planning efforts that support the City's Human Resources mission, organizational goals, and workforce objectives.
• Assists in the planning, preparation, administration, monitoring, and reporting of the Human Resources Department's annual operating budget; provides budgetary guidance and support to City departments, executive leadership, and budget task forces.
• Serves as Acting Director of Human Resources & Risk Management in the Director's absence, exercising delegated authority and ensuring continuity of departmental operations.
• Maintains professional knowledge and technical expertise by monitoring changes in employment legislation, Human Resources practices, labor relations, and organizational development; participates in professional associations, certifications, conferences, and continuing education programs to ensure compliance with current laws and industry best practices.
• Performs other related duties and special projects assigned.

Bachelor's degree in human resource management, public administration, business administration, or a closely related field, and a minimum of eight (8) years of progressively responsible professional experience in human resources administration, employee and labor relations, recruitment and selection, classification and compensation, benefits administration, employment law, or any combination of training and experience. Two (2) years of supervisory or management experience is required. A valid Florida driver's license is required or the ability to obtain within 30 days of employment

Knowledge, Skills, and Abilities

• Knowledge of federal, state, and local employment laws and human resources regulations.
• Knowledge of human resources principles, practices, and public sector personnel administration.
• Knowledge of recruitment, classification, compensation, benefits, employee relations, and performance management.
• Knowledge of HR information systems (HRIS), applicant tracking systems, and Microsoft Office applications.
• Knowledge of strategic workforce planning, organizational development, and change management.
• Skills in leadership, supervision, coaching, and employee development.
• Skills in interpreting policies, regulations, and collective bargaining agreements.
• Skills in analyzing data, solving problems, and making sound decisions.
• Skills in conflict resolution, employee relations, and workplace investigations.
• Skills in project management, organization, prioritization, and time management.
• Skills in effective oral and written communication, including presentations and reports.
• Ability to plan, coordinate, and evaluate human resources programs and initiatives.
• Ability to develop and implement HR policies, procedures, and best practices.
• Ability to establish and maintain effective working relationships with internal and external stakeholders.
• Ability to maintain confidentiality and exercise sound judgment in sensitive personnel matters.
• Ability to analyze complex issues, develop practical solutions, and ensure legal compliance.
• Ability to manage multiple priorities and meet deadlines in a fast-paced environment.
• Ability to support organizational goals through strategic human resources leadership.
• Physical Demands: Physical demands refer to the requirements for physical exertion and coordination of limb and body movement. Performs sedentary work that involves walking or standing some of the time and involves exerting up to 10 pounds of force on a regular and recurring basis or sustained keyboard operations.

Equal Employment Opportunity Statement:

The City of Riviera Beach, Florida, is an Equal Opportunity Employer (EEO) and Affirmative Action Employer. All applicants receive consideration for employment without regard to race, color, religion, gender (including identity or expression), marital status, sexual orientation, national origin, age, disability or any other protected classification as defined by applicable law (except as limited by Personnel Rules, Collective Bargaining Agreements, or bona fide occupational qualifications).

Title I of the Americans with Disabilities Act (ADA) protects qualified individuals with disabilities from employment discrimination. Under the ADA, a person has a disability if he/she has a physical or mental impairment that substantially limits a major life activity. The physical demands described within the job description are representative of those that must be met by an employee to successfully perform the essential functions of this job. In compliance with the ADA, the City of Riviera Beach will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer.

A review of this position has excluded the marginal functions of the position that are incidental to the performance of fundamental job duties. All duties and responsibilities are essential job functions and requirements are subject to possible modifications to reasonably accommodate individuals with disabilities. To perform this job successfully, the incumbent(s) will possess the abilities and aptitudes to perform each duty proficiently. Some requirements may exclude individuals who pose a direct threat of significant risk to the health or safety of themselves or others. Requirements are representative of the minimum level of knowledge, skills, and ability.